Nowadays, a single document certifying professional knowledge is no longer enough to succeed in the labor market. A diploma or other documents representing professional qualifications are only the beginning of the road. More and more people see that the secret lies in continuous self-education, professional programs and trainings, as a result of which professional knowledge remains up-to-date and fresh. And although we see many good examples of these, unfortunately we also hear about negative ones. In this article, we would like to paint a comprehensive picture of the situation and condition of Hungarian professional training.
The controversial situation of the Hungarian market and professional further education and training
It is a generally observed phenomenon that most employees speak with appreciation of various professional training courses and show an apparent willingness to do so. IT managers and CEOs report that in practice, the kind of enthusiasm for professional training courses that is still expressed verbally is no longer demonstrated.
What could be behind this?
We previously conducted a study with a very large sample, which revealed that only 20% of respondents actually train themselves, and not just claim to. However, when we asked them what they were planning for next year, a third of the respondents said they would like to participate in some kind of training - however, most of them could not give a specific answer as to exactly what kind of training. - we heard from József Nyisztor, the managing director of the professional training company Training360.
Many people think that basic human laziness is behind the problem. Of course, we have experienced many times in our lives that some promises and vows do not stand the test of reality. Mostly due to a lack of motivation, competence, or other things.
However, József Nyisztor draws attention to a fundamental mistake that most of us make when looking for an explanation for the above-mentioned phenomenon.
It is worth examining this from a slightly different perspective. The aforementioned contradiction is indeed evident, but it is not unimportant what motivation we suspect behind it.
Representatives of the Y and Z generations do indeed see the future in professional further education and training, and they typically seize the opportunity to participate in them. Those who ultimately do not take advantage of the opportunities offered by training are typically representatives of the older generation, as they prefer to rely on their experiences, as up-to-date knowledge is less emphasized in their professional lives due to the specifics of their socialization. However, I have not yet met anyone who, if given the opportunity to train, would not take advantage of it. This is my own experience. – says József Nyisztor.
This does not mean that older generations are lazier or necessarily have less current knowledge. It is simply that they were socialized in a different system and therefore have different priorities.
The contradiction is therefore probably caused by a misunderstood generational difference, rather than human laziness and lack of motivation.
József Nyisztor also says in the aforementioned interview that there is another component to this contradiction: the company does not send young people who would like to participate in professional training, saying that they are still young or perhaps on probation.
Of course, if you think about it, this analogy is also lame. After all, it is precisely those employees who are young, have less experience, but are highly motivated that are worth sending to training. This can also reduce workplace turnover.
Are professional training courses only a real alternative for a certain age group?
Reading the above statements, we can indeed come to this conclusion, but this does not fully reflect the reality. The generational difference does not mean that the older generation is unwilling to participate in professional training, while the younger generation is. It is simply that different value systems and motivational factors need to be taken into account when promoting training.
The key question is whether the company has a strategic and educational plan, as this is typically what makes or breaks a story like this. If employees see that these trainings have meaning and purpose, they are much more willing to participate in them.
[...] the vast majority of managers do not feel that the training itself needs to be planned. Here we need to understand that we are not planning for the present, but for the future. So if a company has a two-year strategic plan, it must also build a two-year training plan into it. [...] In addition, generational differences can also be bridged, because if the older, more experienced colleague sees that the younger one is going to the given training, he will probably feel more motivated to do the same. – said József Nyisztor, Managing Director of Training360.
It is therefore worth building on awareness and consistency when it comes to introducing professional training into the company's everyday life.
How can we transfer knowledge in the most effective way?
In addition to continuous development and up-to-date knowledge , it is essential that the trainings introduced for this purpose are truly effective. So that participants do not just go there and spend time, but actually build their professional repertoire. However, this does not always happen. But why can this be, and what is the antidote to the phenomenon - if there is one at all?
Typically, it depends on the goal how the time allocated for learning can be allocated most effectively and how regular self-development can be planned into the lives of employees.
Without personal motivation, it is impossible to achieve real, long-term results. The primary task is therefore built around this. Of course, the above-mentioned educational plan helps a lot in this, which describes exactly why it is necessary to acquire the given knowledge and how it will benefit the company and the individual.
It is also very important that the acquisition of new knowledge is always intensive. Just as it is worth learning a language by spending at least 30-40 minutes on it every day, the same is true for professional knowledge.
March 2019